Outplacement
Outplacement coaching
Outplacement implies that employees, at the expense of employers, are supported, coached and consulted because they have to find, for whatever reason, another fitting position. Outplacement offers employees intensive coaching when making a new choice in their career and when looking for another job. The objective of outplacement means therefore the coaching of the employee in his search for a suitable career.
Method
The coaching process consists of several steps. The first step in an interview with your employee to get acquainted with each other, during which the programme to be followed is explained and the employee's wishes are inventoried. After this, we will come with a concrete proposal regarding the content and the process of the coaching programme. Based on this it is decided whether or not we launch a coaching programme together.
In case a positive mutual agreement has been reached, the second phase sets in. Together with the employee the programme and his expectations are discussed, objectives defined and the duration of the process established. In consultation with the coach the possibilities and impossibilities are discussed and the contents of the coaching filled in.
Exploring talents
What follows is the intention to find out, as much as possible, which function(s) do correspond best with the qualities and characteristics of the employee. For this purpose we have the following approach:
In one of the first conversations we take a biographical interview with the employee. In this way we will obtain a solid picture of his personal characteristics. The interview is taken by two consultants. From this follow the qualities and characteristics that the employee innately has. Based on this description of his life and career, a picture is drawn of his personality, which means (among other things) his preferences, why he acts the way he acts, why he feels more at ease in certain (working) situations than in others, etc. Based on this interview we draw up a report that is demonstrated to the employee. We will also make a summary of the employee's qualities and characteristics as observed by us.
A cognitive inquiry is taken to test and map the cognitive abilities of the employee. In short, he can be categorized in terms of middle vocational eduction (MBO), higher vocational education (HBO) or academic (WO) levels. A personality survey is conducted by means of tests and an interview with a psychologist. Thus, the personality structure, drives and fields of interests of the employee are mapped.
Exploring talents
Based on previous examinations and advice, the coaching programme towards other function possibilities is set in motion. In order to draw a clearer picture of a potential change in the employee’s career, the coaching can consist of the following parts:
Exploring preferred fields of occupation, organizations and professions, by means of (among other things) conversations with function holders, people from other companies, organizations and specializations. In line with this, acquiring insight into organizational structures, fields of interests and relationships, and working on personal growth and/or effectiveness.
As for the exploration of favourite fields of work, we offer support during the exchange and analysis of information regarding organizations. In this respect we can make use of our network. During our support with personal growth/effectiveness we make use of practical cases from day-to-day working situations.
Other information
Based on previous examinations and advice, the coaching programme towards other function possibilities is set in motion. In order to draw a clearer picture of a potential change in the employee’s career, the coaching can consist of the following parts:
On average the programme is conducted for the duration of six months with one interview every two weeks. We expect the employee to have a critical attitude toward himself and a willingness to look into the mirror. The employer is periodically informed on the process and the results achieved so far.
Because of the legibility of this text we have used the he-form. It goes without saying that where there is mention of “he” or “his”, you can also read “she” or “her”.